1. Promotion Boards Brief CAPT Terry Morris

2. COMMUNICATION  12 - 15 months from PRD Start thinking about your preferences Seek out opinions and guidance  9 - 12 months from PRD Communicate preferences to Detailer Ask questions  6 - 9 months from PRD Commit to orders Work out timing  3 - 6 months from PRD Orders Lack of communication ≠ recipe for success

3. CARRER MILESTONES  WHEN DO I MAKE O - 4? Rough timing: YG + 9 Example: YG 2006 2006 + 9 = ~ 2015 In - zone  WHEN SCREEN FOR DH? Rough timing: YG + 10 ADHSB occurs 1 year after your O - 4 screen board (First Look)  DH timing based on CDR promotion zone  For exact timing: Reference the Bubba List Request Bubba List from your Front Office

4. RECORD REVIEW  You are responsible for your record  A complete and accurate record = your resume  Check your record at: www.bol.navy.mil Officer Military Personnel File (OMPF) All documents Officer Summary Record (OSR) Education Personal Decorations - “Awards” Special Qualifications Additional Qualification Designators (AQDs) Navy Officer Manpower and Personnel Classifications (NAVPERS 15839I) Performance Summary Record (PSR) Check against FITREPs Check for continuity (gaps < 90 days), legibility

5. RECORD REVIEW  NPC is always behind in processing Awards and in some cases FITREPS.  IF YOU REMOTELY SUSPECT THE BOARD DOES NOT HAVE YOUR COMPLETE RECORD (MISSING AWARDS, FITREPS, AQD’S) SUBMIT THAT MISSING ITEM DIRECTLY TO THE BOARD AS CORRESPONDENCE.  We can assist you with record management, please ask us if you have questions.

11. OSR

12. Education

13. Previous Service

14. Awards

15. AQDs

16. Limit the amount of blank fields

20. PSR

21. Are You Missing Any FITREPs?

23. INDIVIDUAL TRAIT AVERAGE SUMMARY GROUP TRAIT AVERAGE REPORTING SENIOR CUMULATIVE AVERAGE NUMBER OF REPORTS TO BUILD AVERAGE

24. OVERVIEW  PART I Detailer vs. Placement Career Progression Saved Rounds  PART II Record Review Selection Boards 101

26. JPME CDO(U) GSA/IA OVERSEAS MAJOR STAFF JOINT Briefer highlight section

27. 2/23 HBO 1/6 HBO NBO DT #1! 2x COs UNCLASSIFIED 1/27 SBO

28. 100 97 94 93 91 87 83 80 77 74 71 100 97 94 93 91 87 83 80 77 74 71 3323235633232356 3 6 8 11 13 16 21 27 “Crunch” 8 records to select 4 Tentatively Select Remove From Consideration # PCT / # CUM PCT (Confidence Score) UNCLASSIFIED SCATTERGRAM

29. SELECTION BOARDS 101  Statutory Boards Promotion Boards  Administrative Boards Screen Boards

30. PROMOTION BOARDS  Direct competition with your screen group Screen group is a grouping by lineal number Across all URL communities Adjusted annually by the mid-December “zone projection message” *If you look at the bubba list one time during the year, look after the zone projection message is published.  Number selected: Based on mandated end strength requirements

31. PROMOTION ZONE FORCAST

32. PROMOTION BOARDS  Overall NAE FY16 (2015) O - 4 Selection Rate 72% Largest community of officers in USN Historical selection rate of 80% decrease to 70% in 2012 Returned to 80% rate in 2015 Increased to 85% for 2016  O - 4 currently biggest hurdle in Naval Aviation Minimum Service Requirement (MSR)

33.  Best and Fully Qualified Standard Record of sustained superior performance in operational environments and ashore Warfighting ability and tactical excellence  First sea tour (DH screen rates) 82% - #1 EP 67% - #2 EP 66% - #3 EP 60% - #4 EP 50% - #5 EP or lower FY16 ADHSB TAKEAWAYS

34.  All officers must be proactive in keeping their records up-to-date OSR / PSR / OMPF Ensure there are no FITREP gaps, missing qualifications and missing awards  Sustained superior performance continues to be the key to achieve career milestones  In order to pick the best and most fully qualified officers to fill aviation DH billets, the ADHSB will continue to be required. NAE TAKEAWAYS

35.  Talk with your mentors, chain of command and community leadership and make an informed decision  Work with Detailer each step of the way CONCLUSION

36. Questions?

37. Aviation Career Path 6 0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 FLT TRNG STATUTORY BOARDS: LCDR – 80% CDR – 70% CAPT – 50% ADMINISTRATIVE BOARDS: FY 16 ADHSB – 67 % FY 16 ACSB – 24 % FY16 AMCSB - 59 % 2 nd SEA 1 st SEA MAJOR XO/ CO Acft/Tactical Quals Production Masters USNA ROTC PEP Staff Ship Afloat Staff Squadron Staff Educ/JPME Afloat Staff Ship DC JOINT Staff JPME DC JOINT Staff Navigator Amphib Air Boss 1 st SHORE SHORE/ SEA SHORE SEA/ OVER- SEAS FRSFRS FRSFRS DH 2 nd SHORE FRSFRS SHORE/ SEA DC Staff CVN Sfty CVN Wep SHORE/ SEA ADHSBO5 BRD MSR: Time After “Wings” MSR: Minimum Service Requirement Pilot – 8 yrs NFO – 6 yrs O-4 BRDACSBO6 BRDAMCSB SHORE/ SEA DUE COURSE NON DUE COURSE Critical Decision Point 1 st contact w/ detailer

38. AVIATION CAREER PATH 6 0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 War College NPS Civilian Grad Ed Tours with Industry War College Fellowships ADHSBO5 BRD MSR: Time After “Wings” O4 BRDACSBO6 BRDAMCSB FLT TRNG 2 nd SEA 1 st SEA MAJORXO/CO 1 st SHORE SHORE/ SEA SHORE SEA/ OVER- SEAS FRSFRS FRSFRS DH 2 nd SHORE FRSFRS SHORE/ SEA SHORE/ SEA T/M/S Tactical Quals Progression Production WTI TEST Ship Afloat Staff CIP FLY, FIGHT, LEAD Warfare Area Focus

39. 20152016 20172018201920202021 DH TIMING O - 5 Screen (Feb) Command Screen (Mar) DH Screen (Apr) 31 Oct FITREP 30 Month DH Tour NLT DH (Oct) O - 4 Screen (May) The Timing Equation O - 4 board: May 15 1st / 2nd DH board: Apr 16 / Apr 17 NLT DH:Oct 17 O - 5 board:Feb 20  For exact timing: Reference the Bubba List

40. DH / COMMAND SCREEN  Same screen group as your promotion board  Competing only with peers in your community  Number picked based on Opportunity Rate The number of billets that need to be filled

41.  First shore tour All production tours viewed favorably 83% - #1 - 4 EP 60% - #5 EP or lower Only 5% selected without a 1 st shore tour EP  Second sea tour CVN / AMPHIB / Afloat staff billets beneficial to career Critical for MPRA and Rotary Lack of EP breakout due to career timing not viewed as a negative if timing precludes  Sustained superior performance 158 of 183, or 86% screen rate for candidates with 3 separate competitive EP tours in their record  Lack of recommendations for future milestones were negative discriminators (DH, Command, etc.) FY16 ADHSB TAKEAWAYS

42. DH SCREEN  FY-16 screen rates OP: VRC: 57% (4/7 – 2 AZ) VAW: 43% for NFOs (10/23) 60% for pilots (9/15) OP-T (A/Z): VRC: 100% (1/1) VAW: 78% for NFOs (7/9)

43. OVERVIEW  PART I Detailer vs. Placement Career Progression Saved Rounds  PART II Record Review Selection Boards 101

44.  Second sea tour Disassociated sea billets beneficial to career Critical for Maritime and Rotary EP breakouts advantageous to all communities No disadvantage if timing precludes  GSA/IA tours Do not “fix” a previous tour DISCRIMINATORS

45.  Length of #1 DH ticket as MO / OPSO remained as significant on this board as it was on past Boards – 5 month minimum (12 month average)  “Double Tapping” with consecutive #1 EP’s is a clear message from the CO Even better if from different CO’s  In most cases, success as both OPS & MO strengthened the record for selection (#1 was only required in the most recent billet) for those communities that provide dual billet opportunity FY16 ACSB TAKEAWAYS

46.  Command, Major Command, and Flag recommendations strengthen the record, even if during JO tour  Departing FITREP with EP #1 KISS is expected; Lack of #1 KISS sends negative message; Lack of SBO or CMD Recs on KISS will be viewed negatively  Short hard #1 DH ticket with departing soft #1 EP KISS not as effective as long #1 ticket 3 month hard + 3 month soft does not equal 6 month hard FY16 ACSB TAKEAWAYS

47.  CO identifies potential relief with hard #1 ranking; Board selects the best overall officer from those recognized FY16 ACSB TAKEAWAYS

48.  Provide a soft breakout as often as possible – never pass up an opportunity to rank your top performers!  Maximize white space; allow the Briefer to effectively pick out important information  Document completion of JPME, Master’s, OOD/CDO, IA/GSA, community service, etc., within the FITREP LESSONS LEARNED

49.  A competitive # 1 EP FITREP is the best way for a Commanding Officer to reward performance Larger summary groups and length increase strength Always rank top officers with either a hard or soft breakout in the FITREP  Make recommendations for future milestones DH, Command, etc.  Explain unusual circumstances in the FITREP Perceived decliner due to promotion Early roller for an Aide billet, hard fill job, etc.  Document all qualifications  Make the FITREP easy to read FITREP GUIDELINES

50. NPC TEAM  LCDR Cliff “Cornbread” Coleman (901) 874-3960 john.c.coleman@navy.mil  LCDR Matt “Meat Pie” Lukevics (901) 874-3965 matthew.lukevics@navy.mil

51. LETTERS TO THE BOARD  A well written FITREP will preclude the need for a letter to the board (LTB)  LTBs can be effective if explaining a poorly written, incomplete or future FITREP  Undocumented GSA/IA  Early pull for a Flag Aide, hard fill or transition  LTBs can draw undue attention to a weakness  “Timing forced me to roll him two days before a COC”  “Must Pick / Good Guy” LTBs are less effective  Screening is based on FITREP performance not LTBs